HomeMy WebLinkAbout1997-180 Agrmt - IBEW Union 659 - ElectricalAGREEMENT BETWEEN
THE CITY OF ASHLAND, OREGON
and
LOCAL UNION NO. 659
INTERNATIONAL BROTHERHOOD
OF
ELECTRICAL WORKERS
PREAMBLE ................................................... 1
ARTICLE I - RECOGNITION ....................................... I
ARTICLE II - UNION SECURITY AND CHECK-OFF ...................... 1
Section 1. Union Securk'y .................................... 1
Section 2. Check-Off ........................................ 2
Section 3. Indemnification .................................... 2
ARTICLE III - MANAGEMENT RIGHTS ............................... 2
ARTICLE IV - STRIKE AND LOCKOUT PROHIBmON ..................... 3
Section 1 ................................................ 3
Section 2 ................................................ 3
Section 3 ................................................ 3
ARTICLE V - HOLIDAYS ......................................... 4
Section 1. Recognized Holidays ............................... 4
Section 2. Holiday Pay ..................................... 4
ARTICLE VI - VACATIONS ............................
Section 1. Eligibility ................
Section 1.1 ................
Section 1.2 ...........
Section 1.3 ...........
Section 1.4 ...........
Section 2. Continuous Service ..
Section 3. Accrual Limitations ..
Section 4.
Section 5.
Scheduling ..............
Payment on Termin~ion ....
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ARTICLE VIII - SICK LEAVE ....................................... 6
Section 1. Accumulation .................................... 6
Section 2. Utilization for Illness or Injury ......................... 7
Section 3. Integration with Worker's Compensation ................. 7
Section 4. Sick Leave Without Pay ............................. 7
Section 5. Termination ..................................... 7
Section 6. Compensation For Not Using Sick Leave ................ 7
Section 7 ................................................ 7
ARTICLE VII - HOURS OF WORK AND OVERTIME ...................... 6
Section 1. Hours of Work ................................... 6
Section 2. Work Schedules .................................. 6
Section 3. Rest Periods ..................................... 6
Section 4. Meal Periods .................................... 6
Section 5. Overtime Rates ................................... 6
ARTICLE IX - OTHER LEAVES OF ABSENCE ........................
Section 1. Leaves of Absence W'rthout Pay .....................
Section 2.
Section 3.
Section 4.
Section 5.
Section 6.
Section 7.
Section 8.
Section 9.
Jury Duty .....................................
Appearances ...........
Required Court Appearances
Election Day ............
Union Business ..........
Educational Leave ........
Military Leave ...........
Failure to Return From Leave .........................
ARTICLE X - COMPENSATION .......
Section 1. Pay Schedule ......
Section 2. Overtime .........
Section 3. Call-back TIme .....
Section 4. Pay Periods .......
Section 5. Standby Pay .......
Section 6. Mileage ..........
Section 7. Meals ............
Emergency Overtime and Call-out ........
Work Beyond Regular Work Shift ........
Prearranged Work Shift ................................
Determination of Reasonable Amount for Meals ...............
Section 8. Compensatory TIme ...............................
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ARTICLE XIII - SENIORITY ........................................ 14
Section !. Seniority ........................................ 14
Section 2. Suspension of Seniority ............................. 14
Section 3. Termination of Seniority ............................. 14
Section 4. Probationary Period ................................ 15
Section 5. Promotional Probationary Period ...................... 15
Section 6. Layoff and Recall ................................. 15
ARTICLE Xll - SE-CI'LEMENT OF DISPUTES ........................... 12
Section 1. Grievance and Arbitration Procedure .................... 12
STEP I ............................................. 12
STEP II ............................................ 13
STEP II1 ............................................ 13
STEP IV ............................................ 13
STEP V ............................................ 13
Section 2, Stewards ....................................... 14
ARTICLE XI - DISCIPLINE AND DISCHARGE ........................... 12
Section 1. Discipline ....................................... 12
Section 2. Discharge ....................................... 12
ARTICLE XlV - GENERAL PROVISIONS .............................. Section 1. No Discrimination .................................
Section
Section
Section
Section
Section
Section
Section
Section
16
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2. Bulletin Boards ................................... 16
3. Visits by Union Representatives ....................... 16
4. Solicitation ...................................... 16
5. Existing Conditions ................................ 16
6. Other Employment ................................ 17
7. Supervisory Employees ............................. 17
8. Uniforms, Protective Clothing and Devices ............... 17
9. Response Time Requirement ......................... 17
ARTICLE XV -
Section
Section
Section
CLASSIFICATIONS - WORK RULES - SAFETY ............... 18
1. Classifications and Descriptions ....................... 18
2. Work Rules ...................................... 18
3. Safety Rules ..................................... 19
ARTICLE XVl - HEALTH, WELFARE AND RETIREMENT ................... 19
Section 1. Health and Welfare ................................ 19
Section 2. Retirement ...................................... 20
Section 3. Medical Coverage for Retirees ......................... 20
Section 4. Deferred Compensation ............................. 20
ARTICLE XVII - WORKER'S COMPENSATION .......................... 21
Section 1. Worker's Compensation ............................ 21
Section 2. Supplementary Payment ............................ 21
ARTICLE XVlII - UABIUTY INSURANCE .............................. 21
ARTICLE XIX - SAVINGS CLAUSE AND FUNDING ....................... 21
Section 1. Savings Clause ................................... 21
Section 2. Funding ........................................ 21
ARTICLE XX - TERMINATION & REOPENING .......................... 21
"APPENDIX A" - CLASSIFICATIONS WITHIN BARGAINING UNIT ............. 23
"APPENDIX B" - PAY SCHEDULE ................................... 24
AGREEMENT BETWEEN
THE CITY OF ASHLAND, OREGON
and
LOCAL UNION NO. 659
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
pREAMBLE
This Agreement made and entered into by the City of Ashland, Oregon, hereinafter
referred to as the 'City' and Local Union No. 659 of the International Brotherhood of
Electrical Workers, hereinafter referred to as the 'Union'. Unless indicated otherwise,
references to the 'City' herein shall include the Mayor and City Council or their
designees(s) as the officials directly responsible for the operation of the department
covered by this Agreement. The purpose of this Agreement is to set forth the full and
complete agreement between the parties on matters pertaining to rates of pay, hours of
work and other conditions of employment.
ScoDe of Agreement
This agreement shall apply to all employees of the Electric Department, Ashland,
Oregon, as set forth in "Appendix A" but excluding clerical employees, confidential and
supervisory employees, and seasonal employees.
Where the term 'employee" is used, it shall mean regular employees or
probationary employees within the bargaining unit, as the same are defined in Article XIII
hereof.
The parties agree as follows:
AR~CLE I
RECOGNITION
The City recognizes the Union as the sole and exclusive bargaining agent for the
purposes of establishing rates of pay, hours of work and other conditions of employment
for all employees within the bargaining unit described immediately above.
ARTICLE II
UNION SECURITY AND CHECK-OFF
Section 1. union Security. All employees covered by this Agreement shall, as a condition
of employment, commencing thirty (30) days after hiring or transfer into the Bargaining
Unit, (1) become a member of the Union and maintain his/her membership in the Union
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in accordance with its Constitution and Bylaws, (2) in the alternative, an employee must
tender a registration fee to the Union in such an amount as the Union may prescribe (but
in no event to exceed the initiation fee required of Union members), and shall tender,
monthly an agency fee as established by the Union in an amount not to exceed the
amount of the monthly dues and per capita fees required of "BA" members in his/her
base wage rate.
Any employee who is or who becomes a member of the Union shall, as a condition
of employment, maintain his/her membership in the Union in accordance with its
Constitution and Bylaws.
Upon written request from the Union, the Company shall, within twenty-one (21)
calendar days, terminate the employment of any employee who fails to comply with the
requirements of this Article.
Section 2. Check-Off. The City will, dudng the term of this Agreement, deduct and remit
monthly to the Financial Secretary of the Union the normal and usual dues uniformly
required of its members or agency fees of any other employee as provided for in Section
I as shall voluntarily authorize the City to do so. Such written authorization must be in
lawful, mutually acceptable form and shall be forwarded to the City through the Business
Manager of the Union.
The Financial Secretary of the Union will keep the City currently advised of the
monthly dues and agency fee to be deducted from the wages of each employee who
shall have filed the required deduction authorization with the Union and the City.
An employee may revoke his/her deduction authorization by written notice directed
to the City and the Union by registered mail. Such revocation will be effective in the
payroll month following receipt of the notice.
Section 3. Indemnification. The Union agrees to indemnify and hold the City harmless
against any and all claims, orders or judgments brought or issued against the City as a
result of any action taken or not taken by the City under the provisions of this Article.
ARTICLE III
MANAGEMENT RIGHTS
The Union recognizes the prerogative of the City to operate and manage its affairs
in all respects in accordance with its responsibilities and the powers or authority which
the City has not expressly abridged, delegated or modified by this Agreement are retained
by the City.
It is understood and agreed that the City possesses the sole and exclusive right
to operate the City through its City Administrator and department heads and that all
management rights repose in it, but such dghts must be exercised consistent with the
other provisions of this contract. These rights include but are not limited to the following:
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3.
4.
5.
9.
10.
To determine the mission of its constituent departments, commissions and
boards.
To set standards of services.
To direct its employees.
To discipline or discharge for just cause.
To relieve its employees from duty because of lack of work, finances, or
other legitimate reasons.
To maintain the efficiency of governmental operations.
To determine the methods, means and personnel by which government
operations are to be conducted, except that the City will not contract any
work which is ordinarily done by its regular employees for the specific
purpose of laying off or demoting such employees, and will furnish the
Union with a copy of any contract entered into involving work covered by
this contract.
To determine the content of job classifications.
To take all necessary action to carry out its mission in emergencies.
To exercise complete control and discretion over its organization and the
technology of performing its work.
ARTICLE IV
STRIKE AND LOCKOUT PROHIBITION
Section 1. The Union and its members, as individuals or as a group, will not initiate,
cause, permit or participate or join in any stdke work stoppage, or slowdown, picketing,
or any other restriction of work at any location in the City. Employees in the bargaining
unit, while acting in the course of their employment, shall not honor any picket line
established in the City unless such is sanctioned by the Southern Oregon Labor Council.
Section 2. In the event of a strike, work stoppage, slowdown, picketing, observance of
a picket line, or other restriction of work in any form, either on the basis of individual
choice or collective employee conduct, the Union will immediately upon notification,
attempt to secure an immediate and orderly return to work. This obligation and the
obligations set forth in Section 1, above, shall not be affected or limited by the subject
matter involved in the dispute giving rise to the stoppage or by whether such subject
matter is or is not subject to the grievance and arbitration provision of this Agreement.
Disciplinary action, including discharge may be taken by the City against any employee
or employees engaged in a violation of this Article. Such disciplinary action may be
undertaken selectively at the option of the City and shall not preclude or restrict recourse
to any other remedies, including an action for damages, which may be available to the
City.
Section 3. There will be no lockout of employees in the unit by the City as a
consequence of any dispute arising during the period of this Agreement.
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ARTICLE V
HOLIDAYS
Section 1, Recognized Holidays. The following shall be recognized as holidays:
New Year's Day (January 1)
Martin Luther King Day (3rd Monday in January)
Washington's Birthday (3rd Monday in February)
Memodal Day (last Monday in May)
Independence Day (4th of July)
Labor Day (1st Monday in September)
Veteran's Day (November 11)
Thanksgiving Day (4th Thursday in November)
Day after Thanksgiving (4th Fdday in November)
Christmas Day (December 25th)
(Any day declared by the Governor or President as a holiday)
Whenever a holiday shall fall on Sunday, the succeeding Monday shall be observed
as the holiday. Whenever a holiday shall fall on Saturday, the preceding Friday shall be
observed as the holiday. If an employee is on authorized vacation, sick leave, or other
leave with pay when a holiday occurs, such holiday shall not be charged against such
leave.
Section 2. Holiday Pay. Regular employees shall receive eight (8) hours of pay for each
of the holidays listed above on which they perform no work. In order to be eligible for
holiday pay when no work is performed, an employee must work on his/her last
scheduled work day immediately pdor to a holiday and on his/her first scheduled work
day immediately following the holiday, unless prior approval is granted, as in the case of
illness or if the holiday falls within a vacation pedod.
ARTICLE VI
VACATIONS
Section 1. Elioibilitv. An employee shall be eligible to take accrued vacation leave with
pay after one (1) full year of continuous service. Vacation leave shall accrue on a monthly
basis in accordance with the following schedule:
Section 1.1 Employees with less than four (4) full years of continuous service shall
accrue 7.33 hours of vacation leave for each calendar month of service (eleven (11)
working days annualized).
Section 1.2 Employees with more than four (4), but less than fourteen (14) full years
of continuous service shall accrue 10.67 hours of vacation leave for each calendar month
of service (sixteen (16) working days annualized).
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Section 1.3 Employees with more than fourteen (14), but less than twenty-four (24) full
years of continuous service, shall accrue fourteen (14) hours of vacation leave for each
calendar month of service (twenty-one (21) working days annualized).
.Section 1.4 Employees with more than twenty-four (24) full years of continuous service
shall accrue 17.33 hours of vacation leave for each calendar month of service (twenty-six
(26) working days annualized).
Section 2. Continuous Service. Continuous service, for the purpose of accumulating
vacation leave, shall be based on regular hours paid to the employee. Vacation leave
shall not accrue during a leave of absence without pay. Authorized leave without pay and
lay-offs shall not be counted as service, however, employees returning from such
absences or layoff shall be entitled to credit for service prior to the leave or layoff.
Section 3. Accrual Limitations. Vacation leave must be taken by the employee within
twelve (12) months following the date of eligibility, or such vacation shall be deemed
forfeited. An employee who is about to lose vacation leave because of accrual limitations
may, by notifying his/her supervisor fifteen (15) days in advance, absent himself/herseff
to prevent loss of vacation leave. Such action taken by the employee shall not constitute
a basis for disciplinary action or loss of pay. The City shall notify an employee thirty (30)
days in advance of impending loss of accrued vacation time: No payment shall be made
for vacation leave lost by an employee because of accrual limitations, unless the failure
to take vacation is caused by the City's insistence that the employee be at work dudng
a scheduled vacation period.
Section 4. Scheduling. Employees shall be permitted to request vacation on either a
split or an entire basis. Vacation times shall be scheduled by the City based on the head
of the department's judgment as to the needs of efficient operations and the availability
of vacation relief. Vacation times shall be selected on the basis of seniority; provided,
however, such employee will be permitted to exercise his/her right of seniority only once
annually. The vacation schedule shall be posted annually as of December 1st, and
employees shall exercise their choice by bidding in seniority. The list shall be closed as
of December 31, and subsequent changes shall be made only by mutual consent of the
parties. Scheduling of vacation periods to the extent consistent with operating
requirements of the City and vacation credits of the employee, shall be in weekly units
except by mutual consent of the parties.
Section 5. Payment on Termination. In the event of the death or termination of an
employee during the initial twelve (12) months of his/her employment, no payment in lieu
of vacation shall be made. In the event of death or termination of employment after an
employee has served for twelve (12) months, and is otherwise eligible for vacation credits,
the employee shall be entitled to payment for accrued vacation leave at the rate of the
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date of eligibility. In the event of death, earned but unused vacation leave shall be paid
in the same manner as salary due the deceased employee is paid.
~,RTICLE VII
.H..OURS OF WORK AND OVERTIME
This A~icle is intended to be construed only as a basis for recognizing overtime,
and shall not be construed as a guarantee of hours of work per day or per week.
Section 1. Hours of Work. To the extent consistent with operating requirements of the
City, eight (8) hours shall constitute a regular day's work, and five (5) consecutive days,
normally beginning Monday and terminating Friday, shall constitute a week's work.
However, an employee may be scheduled by the City for a workweek other than Monday
through Friday, which shall become his/her regular workweek.
.Se~ion 2. Work Schedules. All employees, to the extent consistent with operating
requirements, shall be scheduled to work on a regular work shift, and each shift shall
have regular starting and quitting times. Work schedules showing the employee's shifts,
workdays and hours shall be posted on department bulletin boards. Except for
emergency situations and for the duretion of the emergency, changes in work schedules
shall be posted seven (7) days pdor to the effective date of the change.
Hours of work between May 15 and September 15 of each year will be
between 7:00 a.m. and 3:30 p.m. with lunch break. The Connect and
Disconnect Person will work from 8:00 a.m. to 4:30 p.m. with lunch break.
Section 3. Rest Periods. A rest period of fifteen (15) minutes shall be permitted for all
employees during each half shift, which shall be scheduled by the City in accordance with
its determination as to the operating requirements and each employee's duties.
Section 4. Meal Periods. To the extent consistent with operating requirements of the
respective departments, a one-haft (1/2) hour meal period shall be scheduled in the
middle of the work shift which shall not be paid.
Section 5. Overtime Rates. Ail work performed outside of regularly scheduled hours or
days as set forth in this Article, shall be compensated at the rate of two (2) times the
regular rate of pay.
~.RTICLE VIII
SICK LEAVE
Section 1. Accumulation. Sick leave shall be earned for the purposes stated herein by
each eligible employee at the rate of eight (8) hours for each full calendar month of
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service. Sick leave may be accumulated to a total of seven hundred twenty (720) hours
and must be taken for the purposes specified in Section 2 hereof as a condition
precedent to any sick leave payment. Sick leave shall not continue to accrue during
authorized sick leave or disability leave in excess of ninety (90) calendar days.
Section 2. Utilization for Illness or Injury. Employees may utilize their allowance for sick
leave when unable to perform their work duties by reason of illness or injury. In such
event, the employee shall notify the department head or other supervisor of absence due
to illness or injury, and the nature and expected length thereof, as soon as possible prior
to the beginning of his/her scheduled regular work shift, unless unable to do so because
of the sedous nature of injury or illness. A physician's statement of the nature and identity
of the illness, the need for the employee's absence and the estimated duration of the
absence, may be required at the option of the City for absences of over two (2) days
pdor to payment of any sick leave benefits or prior to allowing the employee to return to
work. A physician's statement may be required as a prerequisite to payment of sick leave
for less than three (3) days if the employee has been advised in advance of such
requirement.
Section 3. Integration with Worker's Com~)ensation. When an injury occurs in the course
of employment, the City's obligation to pay under this sick leave article is limited to the
difference between any payment received under Worker's Compensation laws and the
employee's regular pay. In such instances, no charges will be made against accrued sick
leave for the first ninety (90) calendar days.
Section 4. Sick Leave W'~hout Pay. Upon application by the employee, sick leave without
pay may be granted by the City for the remaining period of disability after accrued sick
leave has been exhausted. The City may require that the employee submit a certificate
from a physician periodically during the period of such disability, and before returning to
work.
Section 5, Termination. Sick leave is provided by the City in the nature of insurance
against loss of income due to illness or injury. No compensation for accrued sick leave
shall be provided for any employee upon his/her death or termination of employment, for
whatever reason. Sick leave shall not accrue during any pedod of leave without pay.
Section 6. Compensation For Not Using Sick Leave. Employees who accumulate 720
hours of sick leave and who thereafter use 16 or less hours of sick leave in a calendar
year may be rewarded for not using sick leave. Such employees may be paid at their
December 31 st hourly rate for 25% of the unused sick leave hours over 720 accumulated
as of January 1st.
Section 7. An employee may, with the Electdc Utility Director's approval, utilize their
accrued sick leave in the event of an unforeseen medical emergency requiring immediate
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hospitalization or use of emergency medical services for a spouse or children IMng in the
employee's household.
ARTICLE IX
OTHER LEAVES OF ABSEN(~E
Section 1. Leaves of Absence Without p~y. Leaves of absence without pay not to
exceed ninety (90) days may be granted upon establishment of reasonable justification
and where it is determined that the operation of the department and/or division will not
be negatively impacted by the temporary absence of the employee. Requests for such
leaves must be in writing and submitted to the Department Head 30 days pdor to the
requested leave date.
Section 2. Jury_ Duty. Employees shall be granted leave with pay for service upon a jury;
provided, however, that the regular pay of such an employee for the period of absence
shall be reduced by the amount of money received by him/her for such jury service, and
upon being excused from Jury service for any day an employee shall immediately contact
his/her supervisor for assignment for the remainder of his/her regular work day.
Section 3. Appearances. Leave with pay shall be granted for an appearance before a
court, legislative committee, judicial or quasi-judicial body as a witness in response to a
subpoena or other direction by proper authority, provided, however, that the regular pay
for such employee shall be reduced by an amount equal to any compensation they may
receive as witness fees.
Section 4. Reauired Court APpearances. Leaves of absence with pay shall be granted
for attendance in court in connection with an employee's officially assigned duties,
including the time required for travel to the court and return to the employee's
headquarters.
Section 5. Election Day. Employees shall be granted two (2) hours to vote on any
election day only if, due to scheduling of work, they would not otherwise be able to vote.
Section 6. Union Business. Employees elected or appointed to any legitimate full-time
paid Union office which takes them from their employment with the City, shall, upon
written request of the Union and the employee be granted a leave of absence of up to
one (1) year without pay, renewable upon application. Employees selected by the Union
to attend conventions and related Union activities, shall, upon written request of the Union
and the employees, be granted a leave of absence of up to thirty (30) days without pay.
Section 7. Educational Leave. After completing one (1) year of continuous service, an
employee, upon written request, may be granted a leave of absence without pay by the
City for the purpose of upgrading his/her professional ability through enrollment in
educational courses directly related to employment at an accredited school or course of
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study. The period of such leave of absence shall not exceed one (1) year, but may be
renewed or extended upon request of the employee and approval by the department
head. One (1) year leaves of absence, with requested extensions, for educational
purposes may not be provided more than once in any three (3) year period. His/her
replacement shall be considered a temporary employee. Employees may also be granted
time off with pay for educational purposes, for reasonable lengths of time, to attend
conference seminars, briefing sessions, training programs, and other programs of a
similar nature that are intended to improve or upgrade the employee's skill and
professional ability, when ordered by the employee's department head.
Section 8. Military_ Leave. Military leave shall be granted in accordance with ORS
408.290.
Section 9. Failure to Return From Leave. Any employee who is granted a leave of
absence and who, for any reason, falls to return to work at the expiration of said leave
of absence, shall be considered as having resigned their position with the City, and
his/her position shall be declared vacated; except and unless the employee, prior to the
expiration of his/her leave of absence, has furnished evidence that he/she is unable to
work by reason of sickness, physical disability or other legitimate reason beyond his/her
control.
ARTICLE X
COMPENSATION
Section 1. Pay Schedule. Employees shall be compensated in accordance with the pay
schedule attached to this Agreement and marked 'Appendix B" which is hereby
incorporated into and made a part of this Agreement. When any position not listed on
the pay schedule is established, the City shall designate a job classification and pay rate
for the position. The Union shall be notified and the pay rate established by the City shall
be considered tentative until the Union has been afforded the opportunity to meet and
discuss the matter. If the Union does not agree that the classification or pay rate is
proper, the Union may submit the issue as a grievance according the grievance
procedure.
Section 2. Overtime. The City has the right to assign overtime work as required in a
manner most advantageous to the City, and consistent with the requirements of municipal
service and the public interest. Employees shall be compensated at the rate of two (2)
times the regular rate for overtime work outside of the regularly scheduled workweek or
work day, but in no event shall such compensation be received twice for the same hours.
All overtime shall be recorded by the employee and must be approved by the department
head or supervisor.
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Scheduled overtime, time annexed to the beginning of the work shift, or hold-over
times annexed to the end of the work shift, shall be considered overtime and shall not be
considered cell-back time.
Sectior~ 3. Call-back ~me. Employees called back to work shall receive overtime pay
with a guaranteed minimum of two (2) hours at double time for the work for which they
'are called back. However, employees celled back to work to make connects or
disconnects shall receive overtime pay with a guaranteed minimum of one (1) hour at
double time for the work for which they are celled back. More than one call-back is
permissible within the cell-back period. Employees required to work over the initial call-
back period, where more than one call-back is handled, will be paid at the overtime rate
to nearest one-half (1/2) hour.
Employees called for duty four (4) hours or more before the beginning of
their regular work day shall be paid at the regular overtime rate from the
time they are called until relieved. If such an employee has worked a
minimum of four (4) hours and has had less than four (4) hours rest after
he/she was relieved, he/she shall receive the regular overtime rate of
double time for all hours worked during his/her normal work day.
Employees shall not be required to take time off during any regular working
day for the overtime worked or to be worked.
Employees celled for duty less than four (4) hours before the beginning of
their regular work day shall be paid at the established overtime rate from
the time they are celled until the beginning of their regular work day.
Regular working hours following shall be at the straight time rate.
Section 4. Pay Periods. Employees shall be paid every .other Friday. Pay periods shall
be for 14 days beginning at 12:01 a.m. on Saturday, and ending on the 14th day (Friday)
at 12:00 p.m, Pay days shall be on the Friday following the dose of each pay period.
Section 5. Standby Pay. When employees are required to stand by for emergency
services, they shall be compensated at the rate of twenty percent (20%) of the straight
time rate of pay for the total number of hours of such standby period, and in addition,
they shall receive the applicable overtime rate of pay for all time worked. The number of
hours in a standby period will be predetermined and the employee so advised in advance
of standby duty. The City may maintain a call list, which shall not in itself entitle an
employee to standby pay.
Section 6. Mileaoe. An employee required to report for special duty or assignment at
any location other than his/her permanent reporting location and who is required to use
his/her personal automobile for transportation to such location shall be compensated at
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10
the mileage rate established annually by the IRS per mile for the use of such automobile
directly in the line of duty.
Section 7. Meals
Emergency Overtime and Call-out
Breakfast and lunch shall be provided at reasonable City expense when employees are
called out on emergency overtime before regular work hours and did not have time to eat
breakfast and prepare a lunch. Employees not released from a call out pdor to six (6:00)
a.m. shall be considered as not having time to eat breakfast and/or prepare lunch.
Meals shall be provided by the City during normal meal times if an employee is called out
to work on Saturday, Sunday and holidays.
Work Beyond Regular Work Shift
Employees required to work one and one-haft hours (1-1/2) or more beyond their regular
work hours shall be provided a meal at City expense. If work continues after the meal
has been provided, employees shall be entitled to meals at four (4) hour intervals
thereafter.
Prearranged Work Shift
When an employee is notified by the end of the preceding regular work shift and is
required to report to work less than two (2) hours before regular work hours, the
employee shall not be provided a breakfast or lunch. If an employee is required to report
for work two (2) or more hours before regular work hours the City will provide breakfast,
and the employee will be responsible for lunch.
Determination of Reasonable Amount for Meals
The City shall reimburse an employee for the actual amount of such meals, up to the
maximum amounts established by the City's uniform travel expense policy as set by the
City Administrator. Such amounts are currently $6.00 for breakfast, $7.00 for lunch, and
$17.00 for dinner.
(For clarification, regular work hours shall be the hours normally worked during the week
and shall Include Saturday, Sunday and holidays)
Section 8. Compensatory_ '13me. Overtime may be paid in the form of compensatory time
off at the applicable rate subject to the approval of the department head or designated
supervisor. The employee may request compensatory time off by submitting a request
in writing at least 48 hours in advance of the requested time. The compensatory time
shall be accrued on an annual basis from December I to November 30 with any accrued
but unused time as of November 30 to be compensated as pay on the first pay period
(g:\f~unlon\lbew-con
Updated August 21, 1997) 11
in December. Accrued compensatory time for any annual period shall not exceed twenty
(20) hours. Any time in excess of twenty (20) hours shall be compensated as pay.
ARTICLE XI
DISCIPLINE AND DIS(~HARGE
Section 1.
Discipline. Disciplinary action may include the following:
a. Written reprimand
b. Demotion
c. Suspension
d. Discharge
Disciplinary action may be imposed upon any employee for failing to fulfill his/her
responsibilities as an employee. Conduct reflecting discredit upon the City or
Department, or which is a direct hindrance to the effective performance of City functions
shall be considered good cause for disciplinary action. Such cause may also include
misconduct, inefficiency, incompetence, insubordination, the willful giving of false or
confidential information, the withholding of information with intent to deceive when making
application for employment, willful violation of departmental rules or for political activities
forbidden by State law. Any disciplinary action imposed upon an employee shall be
protested only as a grievance through the regular grievance procedure.
~ection 2. Discharge. An employee having less than six (6) months of continuous
service shall serve at the pleasure of the City. An employee having continuous service
in excess of six (6) months shall be discharged only for cause. If the department head
or other supervisor determines that there is cause for discharge, he/she shall suspend
the employee without pay for five (5) calendar days and shall deliver to the employee and
the Union a written notice of such suspension and pending dismissal. Such notice shall
spec'~j the principal grounds for such action. Unless otherwise resolved, the dismissal
shall become effective at the end of the five (5) day suspension. Protest of the discharge
of any employee shall be made only through the grievance procedure set forth in Article
XII. The Union may process a grievance concerning suspension or discharge, or both,
at Step II of the grievance procedure.
ARTICLE Xll
SE'I-rI_EMENT OF DISPUTES
Section 1. Grievance and Arbitration Procedure. Any grievance or dispute which may
arise between the parties concerning the application, meaning or interpretation of this
Agreement, shall be settled in the following manner:
STEP I. The affected employee shall take up the grievance or dispute with the
employee's supervisor within seventy-two (72) hours of its occurrence, excluding
(g:\f~unlon\lbew-con
Updated August 21, 1997) 12
Saturday and Sunday. The supervisor shall then attempt to adjust the matter
within three (3) working days.
STEP II. If the grievance has not been settled between the affected employee
and the supervisor, it may be presented in writing by the Union to the Director of
Electric Utilities within seventy-two (72) hours, excluding Saturday and Sunday,
after the response spec'tied in Step I is due. The written notice shall include details
of the grievance, the section of this Agreement allegedly violated and the specific
remedy requested. The Director of Electdc Utilities shall respond to the Union
representative in writing within five (5) working days after receipt thereof.
STEP Iii. If the grievance still remains unadjusted, it may be presented by the
Union to the City Administrator of the City or his/her designee(s), within seven (7)
days after the response specified in Step II is due. The City Administrator or
his/her designee(s), shall respond In writing to the Union within five (5) working
days.
STEP IV. If the grievance is still unsettled, either party may, within ten (10) days
after the reply of the City Administrator is due, by written notice to the other,
request arbitration of the dispute under Section V herein.
STEP V. If the grievance is still unsettled, either party may, within ten (10) days
of the decision of the City Administrator or his/her designee(s) under Step IV have
the right to have the matter arbitrated by a third party jointly agreed upon by the
City and the Union. If the parties are unable to agree upon an arbitrator, the
Amedcan Arbitration Association or other mutually agreed organization shall be
requested to submit a list of five names. Both the City and the Union shall have
the dght to stdke two names from the list. The party requesting arbitration shall
strike the first name and the other party shall then strike one and the process shall
be repeated and the remaining person shall be the arbitrator. The City and the
Union shall meet in a pre-hearing conference and shall prepare a submission
agreement regarding the specific issues in dispute. The designated arbitrator shall
hear both parties as soon as possible on the disputed matter and shall render a
decision within thirty (30) days which shall be final and binding on the parties and
the employee. The arbitrator shall have no right to amend, modify, nullify, ignore
or add provisions to the Agreement, but shall be limited to consideration of the
particular issue(s) presented to him or her. His/her decision shall be based solely
upon his/her interpretation of the meaning and application of the express language
of the Agreement. Expenses for the arbitrator shall be borne equally by the City
and the Union; however, each party shall be responsible for compensating its own
representatives and witnesses. If either party desires a verbatim recording of the
proceedings, it may cause such a record to be made, provided it pays for the
(g:\f~unlon\lbew-con
Updated August 21, 1997) 13
record. If the other party desires a copy, both parties shall jointly share the cost
of the transcript and all copies.
If any grievance is not presented or forwarded by the employee or Union
within the time limits spec'~ied above, such grievance shall be deemed waived. If
any grievance is not answered by the City within the time limits specified above,
such grievance shall be deemed granted.
Section 2. Stewards. The Union may select an employee who shall be known es the
steward. The name of the employee selected as steward, and the names of local Union
representatives who may represent employees, shall be certified in writing to the City by
the Union. Duties required by the Union of a steward, excepting attendance at meetings
with supervisory personnel and aggrieved employees arising out of a grievance already
initiated by an employee under Section 1 hereof, shall not interfere with this or other
employees' regular work assignments as employees of the City. Contacts between the
steward and employees or the Union shall be made outside of working hours so as not
to disrupt regular City operations.
ARTICLE Xlll
SENIORITY
Section 1. Seniority. Seniority shall be an employee's length of continuous service with
the bargaining unit, dating from his/her last date of hire, and shall apply by job
classification in matter of layoff, recall and vacation. In the event of a layoff, such
employee may exercise his/her seniority in a lower job classification within the
Department. Recall from layoff shall be in the reverse order of seniority. The City
reserves the right to lay off out of the order of seniority if, in the City's judgment, retention
of special job skills is required. Seniority shall continue to accrue during (1) authorized
sick leave or disability leave up to ninety (90) calendar days; (2) vacation leave; (3)
authorized compensatory time off; (4) educational leave required by the City; (5) military
leave as specified in Article IX, Section 8; (6) funeral leave; (7) jury duty; and (8)
promotion to a supervisory position outside of the bargaining unit for two (2) years.
Section 2. Suspension of Seniority. Seniority shall be retained, but shall not continue to
accrue during (1) authorized sick leave or disability leave in excess of ninety (90) calendar
days; (2) educational leave requested by the employee; (3) military leave for disciplinary
reasons; (4) election to a full-time paid Union office up to one (1) year, renewable upon
application; and (5) other authorized leaves of absence of up to ninety (90) calendar days.
Section 3. Termination of Seniority. Seniority and the employment relationship shall be
broken or terminated if an employee (1) quits; (2) is discharged for just cause; (3) is
absent from work for three (3) consecutive working days without notification to the City;
(4) is laid off end fails to report to work within three (3) days after being recalled; (5) is
laid off from work for any reason for twenty-four (24) months or for a period of time equal
(g:\f~unlon\lbew-con
Updated August 21, 1997) 14
to his/her seniority, whichever Is shorter; (6) fails to report for work at the termination of
a leave of absence; (7) if, while on a leave of absence for personal health reasons,
accepts other employment without permission; or (8) if he or she is retired.
Section 4. Probationary Period. The probationary period is an integral part of the
employee selection process and provides the City with the opportunity to upgrade and
improve the department by observing a new employee's work, training, aiding new
employees in adjustment to their positions, and by providing an opportunity to reject any
employee whose work performance fails to meet required work standards. Every new
employee hired into the bargaining unit shall serve a probationary pefiod of six (6) full
months after which they shall be considered a regular employee and granted seniority to
the last date of hire. The Union recognizes the right of the City to terminate probationary
employees for any reason and to exercise all rights not specifically modified by this
Agreement with respect to such employees, including, but not limited to, the shifting of
work schedules and job classifications, the assignment of on-the-Job training, cross-
training in other classifications, and assignment to educational courses and training
programs, the requirement that such employees attend training programs on their off-duty
time for which they will be compensated on a straight-time basis by the granting of
compensatory time off. Termination of a probationary employee shall not be subject to
the grievance procedure under Article XII.
Section 5. Promotional Probationary Period. Regular employees promoted into a higher
classification shall serve a promotional probationary of six (6) full months. The Union also
recognizes the fight of the employer to demote an employee on promotional probationary
status to highest previous position. Demotion of an employee on promotional
probationary status shall not be subject to the grievance procedure under Article XII. It
is the intent of this Agreement that promotional opportunities shall first be extended to
employees in the bargaining unit, provided such employees are qualified to perform the
work in question. To this end, promotional opportunities shall be posted for ten (10)
working days before the job is filled by a new employee. The City shall be under no
obligation to train an employee to become qualified, but shall give preference to present
employees who are qualified and apply for such job opening. The City shall be the judge
of an employee's qualifications and ability. In the event two or more applicants for a job
opening are equally qualified, seniority shall prevail.
Section 6. Layoff and Recall. Recall from layoff exceeding five (5) work days shall be by
certified letter sent to the employee at his/her last known address furnished to the City
by the employee. The City may use any other means to return an employee sooner.
(g:\f~unlon\lbew-c, on
Updated August 21, 1997) 15
ARTICLE XIV
GENERAL PROVISIONS
.~ection 1. No Discrimination. The provisions of this Agreement shall be applied equally
to all employees in the bargaining unit without discrimination as to race, creed, color, sex,
age or national origin. The Union shall share equally with the City the responsibility for
applying the provisions of this section. All reference to employees in this Agreement
designate both sexes, and whenever the male gender is used it shall be construed to
include the male and female employees. Employees shall have the right to form, join, and
participate in the activities of the Union or any other labor organization, or to refrain from
any or all such activities, and there shall be no discrimination by either the City or the
Union by reason of the exercise of such right except as specifically provided herein.
Nothing in this Agreement shall be construed as precluding or limiting the dght of an
individual employee to represent themselves in individual personal matters.
Section 2. Bulletin Boards, The City agrees to furnish and maintain a suitable bulletin
board in a convenient place in the work of assembly area to be used by the Union. The
Union shall limit its postings of Union notices and bulletins of such bulletin board, which
shall be used only for the following Union notices and bulletins:
Recreational and social affairs of the Union
Union meetings
Union elections
Reports of Union committees
Rulings or policies of the International Union
Section 3. Visits by Union Representatives. The City agrees that accredited
representatives of the international Brotherhood of Electrical Workers, Local Union 659,
upon reasonable and proper introduction, may have reasonable access to the premises
of the City at any time during working hours for the purpose of assisting in the
administration of this Agreement, if they first obtain permission to do so from the Director
of Electrical Utilities or his/her designated representative.
Section 4, Solicitation. The Union agrees that its members will not solicit membership
in the Union or otherwise carry on Union activities during working hours, except as
specifically provided in this Agreement.
Section 5. Existing Conditions. Only such existing and future working rules and benefits
as are specifically covered by the terms of this Agreement shall be affected by recognition
of the Union and execution of this Agreement. It is further agreed that if modification of
work rules or benefits covered by a specific provision of this Agreement is proposed any
(g:\f~unlon\lbew-con
Updated August 21, 1997) 16
such modification shall be posted prominently on all bulletin boards for a period of seven
(7) consecmive days prior to implementation.
Section 6. Other Employment. Outside employment shall be permitted only with the
express prior written approval of the City, which may at any time, upon reasonable
grounds, revoke permission to hold such outside employment. The general principles to
be followed by the City in permitting or restricting such outside employment shall be:
The need for mentally and physically alert electric utility employees.
Insulating employees from potential conflict of interest situations.
Maintaining efficiency unimpaired by other employment, recognizing the
nature of the job, requiring electric utility employees to be available for
emergency duty twenty-four (24) hours a day.
Section 7. Supervisory_ Employee~. It is understood that supervisory employees not
covered under this Agreement shall not perform work within the jurisdiction of the Union
except in the case of an emergency, such as a customer outage when life or property is
endangered, and the complementary of regular employees is temporarily reduced by
reason of absence of any employee due to illness or other legitimate reasons, or where
the work load is temporarily increased, or for purposes of instruction or training.
Section 8. Uniforms. Protective Clothing end Devices. If an employee is required to wear
a uniform, protective clothing or use any type of protective device, such article shall be
provided, maintained and cleaned by the City. Replacements shall be provided by the
City upon surrender of the article, at no cost to the employee, reasonable wear excepted.
Lost articles or damage to articles due to negligence, shall be reimbursed to the City by
the employee. The City shall provide a safe place for the storage of such articles. Failure
of an employee to wear such required uniform, protective clothing, or use such protective
device as prescribed by the City shall be cause for disciplinary action as set forth in
Article XI hereof.
Section 9. ResDonse Time Requirement. All new regular employees shall establish their
residence within six months employment, to enable them to report for emergency duty
within twenty five (25) minutes of notification including get ready and travel time. All
present employees who presently reside outside of this area shall become residents of
the area in the event they relocate their place of residence following the effective date of
this Agreement.
(g:\l\unlon\lbew-con
Updated August 21, 1997) 17
ARTICLE XV
CLASSIFICATIONS - WORK RULES - SAFETY
.Section 1. Classifications and Descriptions. The general classifications of labor which
shall be recognized throughout this Agreement, shall be those set forth in "Appendix A".
Other classifications may be added as the need arises by mutual agreement between the
parties.
.Section 2. Work Rules. The following work rules shall apply to the general classifications
listed below:
On jobs having a Lead Working Line Installer, workers are not to take
orders, directions, or accept the layout of any job from anyone, except such
Lead Working Une Installer. If such Lead Working Line Installer is required
to be absent from the job for an extended pedod of time, a replacement
shall be designated by the City.
All work on transformers in the field (except testing) shall be done by Line
Installers. Shop repairs on transformers may be done by other qualified
personnel.
c. Switching of circuits shall be done by Line Installers.
Installation and maintenance of all direct burial underground electrical
circuits, both primary and secondary, and of outdoor padmounted
transformers used in this type of installation, shall be done by regular line
crews.
Ail framing and erecting of poles or towers and stringing of wire, shall be
done by Line Installers, assisted by Groundpersons and Line Truck
Operators when required.
Stubbing of poles may be done by Groundpersons, under the supervision
of a Line Installer.
Employees, while working on transmission line structures or other towers
at a height of seventy-five (75) feet or more above ground or its equivalent,
such as a building roof, shall receive one (1) hour's additional pay at regular
straight time for each hour worked at such height. This shall not apply to
the erection of new steel towers or to the original installation of hardware
and conductor on transmission lines prior to energization.
(g:\f~unlon\lbew-con
Updated August 21, 1997) 18
Employees relieved from duty because of weather conditions shall be paid
until returned to headquarters. If an employee does not return to
headquarters, they shall be paid only for time worked. If employees report
for work on a regular shift and it is mutually agreed between the supervisor
and the crew Lead Working Line Installer that weather conditions are such
that they cannot work, they shall be paid for one (1) hour at the straight
time rate. When such is deemed to be in the public interest, crews may be
requested to work regardless of weather conditions. ~me not worked
because of adverse weather conditions shall not affect vacation or sick
leave accrual.
Apprentices shall be indentured under the Oregon State Law and Plan of
Apprenticeship to learn the trade under the direct supervision of a line
installer. An apprentice shall be given the opportunity upon the successful
completion of three (3) years experience to qualify themselves as a line
installer by written examination. Upon so qualifying, he/she shall be
reclassified to line installer status.
Section 3. Safety Rules. Electrical Workers Safety Rules as promulgated by the Oregon
State Workmen's Compensation Board, and as amended from time to time, are hereby
adopted and incorporated as a part of this Agreement as is fully set forth herein, and
routine safety meetings shall be continued.
When working on live lines over 750 volts phase to phase, it shall be the
practice to have a Une Installer assisting each Line Installer on such lines.
No worker shall be required to work on energized lines exceeding 5,000
volts unless it is done by qualified Une Installers using approved tools of the
"hot stick" variety.
In the interest of safety and in order to insure continuity of electric service,
the employee shall promptly report any unsafe conditions noted in
connection with the City's facilities.
.ARTICLE XVI
HEALTH, WELFARE AND RETIREMENT
Section 1. Health and Welfare. The City agrees to pay the full premium for the employee
and/or family for the duration of this Agreement for the following Health and Welfare
benefits:
Blue Cross/Blue Shield of Oregon Plan V-A Health Insurance - employee
and family coverage.
(g:\f~unlon\lbew-con
Updated August 21, 1997) 19
b. Blue Cross/Blue Shield of Oregon Dental Insurance Plan III - employee and
family coverage.
Blue Cross/Blue Shield of Oregon - UCR Vision Plan - employee and family
coverage.
Life Insurance - employee ($20,000 With AD&D) and dependent coverage
($1,000).
Long Term Disability Insurance - employee only.
City paid reimbursement for routine physical exams for
employee/dependents, if such coverage is not included in (a), above:
Ages 2-18
Ages 19-34
Ages 35-59
Ages 60+
Once every 3 years up to $50
Once every 5 years up to $140
Once every 2 years up to $140
Once every year up to $140
City paid reimbursement for routine well-baby care, if such coverage is not
included in (a), above, to include: first in-hospital exams; six doctor's office
exams in the first year; three exams the second year up to $100 each exam
(includes exam, inoculations and x-ray expenses).
Section 2. Retirement. The City agrees to maintain its existing Retirement Plan, subject
to the terms and provisions thereof, as it applies to regular employees in the bargaining
unit. Upon retirement, one-half of unused sick leave will be applied to retirement as
provided in ORS 237.153. The City will assume or pay the employee contribution required
by PERS for all employees covered by this Agreement at a uniform rate of 6%.
Section 3. Medical Coverage for Retirees. Any employee retiring after July 1, 1992 with
twenty (20) or more years of full-time service with the city, and who is age 60 or older,
shall be eligible for a monthly payment of $60.20 towards Blue Cross Medicheck 65
insurance coverage or its equivalent. This payment shall be available to age 65.
A joint committee of two members from the City and two members of the Union
will meet and review annually the retiree medical payments during the term of the
Agreement with the intent of mutual consent to improvements in that program.
Section 4. Deferred Compensation. The City agrees to contribute $15.00 per month in
matching funds per member enrolled in a City deferred compensation program (currently
ICMA or AETNA). This program is at the option of the member and contingent upon a
minimum $15.00 per month contribution paid by the member.
(g:\f~unlon\lbew-con
Updated August 21, 1997) 20
ARTICLE XVII
WORKER'S (~OMPENSATION
Section 1. Worker's Compensation. All employees will be insured under the provisions
of the Oregon State Worker's Compensation Act for injudes received while at work for the
City.
Section 2. Suoplementary Payment. Compensation paid by the Ck'y for a period of sick
leave also covered by Worker's Compensation shall be equal to the difference between
the Worker's Compensation pay for lost time and the employee's regular pay rate.
ARTICLE )(VIII
LIABILITY INSURANCE
The City shall purchase liability insurance in the maximum amounts set forth in
ORS 30.270 for the protection of all employees covered by this Agreement against claims
against them incurred in or adsing out of the performance of their official duties. The
premium for such insurance shall by paid by the City.
ARTICLE XlX
.SAVINGS CLAUSE AND FUNDING
Section 1. Savings Clause. Should any provision of this Agreement be subsequently
declared by the proper legislative or judicial author'S/to be unlawful, unenforceable, or
not in accordance with applicable statutes or ordinances, all other provisions of this
Agreement shall remain in full force and effect for the duration of this .Agreement.
Section 2. Funding. The parties recognize that revenue needed to fund the wages and
benefits provided by the Agreement must be approved annually by established budget
procedures and, in certain circumstances, by vote of the citizens of the City. All such
wages and benefits are therefore contingent upon sources of revenue and, where
applicable, annual voter budget approval. The City has no intention of cutting the wages
and benet-~ specified in this Agreement because of budgetary limitations, but cannot and
does not guarantee any level of employment in the bargaining unit covered by this
Agreement. The City agrees to include in its annual budget request amounts sufficient
to fund the wages and benefits provided by this Agreement, but makes no guarantee as
to passage of such budget request or voter approval thereof.
ARTICLE XX
TERMINATION & REOPENING
This Agreement shall be effective as of the 1st day of July, 1997 and shall remain
in full force and effect until the 30th day of June, 2002 and shall terminate all prior
(g:\f~unlon\lbew-con
Updated August 21, 1997) 21
Agreements and practices and concludes all collective bargaining during the term of this
Agreement, provided however that:
This Agreement shall be automatically renewed from year to year thereafter
unless either party shall notify the other in writing not later than ninety (90)
days prior to the expiration or subsequent anniversary date that it wishes
to modify this Agreement for any reason. Such notification shall include the
substance of the modification and the language with which such desired
modifications are to be expressed. In the event that such notice is given,
negotiations shall begin not later than thirty (30) days after said notice. This
Agreement shall remain in full force and effect during the period of
negotiations.
CITY OF ASHLAND, OREGON
Date:
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL UNION
Date: ~' -- ~ ~-"' 417
APPROVED:International Office IBEW
Washington, D.C.
(g:\f~unlon\lbew-con
Updated August 21, 1997) 22
."APPENDIX A"
CLASSIFICATIONS WITHIN BARGAINING UNIT
Lead Working Line Installer
Line Installer
Line Installer/Service Person
Apprentice Line Installer
Electrician
Line Truck Operator
Electric Meter Repairer
Groundsperson
Connect - Disconnect
Meter Reader
Mapping Specialist
(g:\f~unlon\lbew-con
Updated August 21, 1997) 23
"APPENDIX B"
PAY SCHEDULE
CLASSIFICATION 17-1-97 17-1-98 17-1-99
Lead Working Line Installer 26.23 27.01 27.69
Une Installer/Serviceperson 24.25 24.98 25.60
Une Installer 24.25 24.98 25.60
Apprentice Erie Installer:
1st 6-months (70% of line Installer rate) 16.97 17.48 17.92
2nd 6-months (73% of line Installer rate) 17.70 18.23 18.69
3rd 6-months (76% of line Installer rate) 18.43 18.99 19.46
4th 6-months (80% of llne Installer rate) 19.40 19.98 20.48
5th 6-months (84% of line Installer rate) 20.37 20.98 21.50
6th 6-months (90% of line Installer rate) 21.83 22.48 23.05
Electrician (1) 24.25 24.98 25.60
Electric Meter Repalrer 24.25 24.98 25.60
Une Truck Driver 19.18 19.75 20.25
Connect-Disconnect 17.38 17.90 18.35
Meter Reader 16.50 16.99 17.42
Groundsperson 16.50 16.99 17.42
Groundsperson, Meter Reader,
Connect-Disconnect:
1 st 6-months 7.72 7.95 8.15
2nd 6-months 9.95 10.24 10.50
3rd 6-months 12.12 12.48 12.80
4th 6-months 14.31 14.74 15.11
Mapping Specialist
1st 6-months I 14.82 15.26 15.65
Next 12 months 15.67 16.14 16.54
Next 12 months 16.52 17.02 17.44
Next 12 months 17.38 17.90 18.35
Thereafter 18.25 18.80 19.27
(1) To be Increased by 2.5% for State Supervisory Electrician's license.
(2) Connect-Disconnect Increase by 5% for duties primarily centered around hand-held computer meter reading devices.
(3) July 1, 2000 and July 1, 2001 the pay schedule shall be adjusted by the CPI US All Cities Average, March to March with
s minimum 3% and a maximum 5%. If the CPI exceeds 5%, the parties will reopen negotiations for health/welfare and wages
only.
(g:\f~unlon\lbew-con
Updated August 21, 1987) 24
Local Union No. 659
241/= South Grape Street · P.O. Box 659
MEDFORD, OREGON 97501
(541) 772-5271 · FAX (541) 772-3520
OctoDer 1, 1997
Mr. Greg Scoles
Assistant Administrator
City of Ashland
city Hall
Ashland, Oregon 97520
Dear Mr. Scoles:
Enclosed for your records is an International Office approved
copy of the recently renegotiated Agreement between the city of
Ashland Electrical Unit and Local Union 659, I.B.E.W.
Best regards.
Yours truly,
LOCAL UNION NO. 659, I.B.E.W.
JM/cs
Jim McLean
Business Manager
Enclosure
Local Union No. 659
24Y~ South Grape Street o P.O. Box 659
MEDFORD, OREGON 97501
(541) 772-5271 · FAX (541) 772-3520
August 28, 1997
Mr. Greg Scoles, City Administrator
City Hall
city of Ashland
Ashland, OR 97520
Dear Greg:
Two signed copies of the Electrical Agreement for City
signature. When signed please forward a copy for our records
I.O. Approval.
and
Thanks.
Sincerely,
LO~AL UNION NO. 659,
B~siness Manager
I .B.E.W.
JM:km
Enclosures
CITY
OF
ASHLAND
CITY HALL
ASHLAND, OREGON 97520
telephone (code 503) 482-3211
September 8, 1997
Jim McLean, Business Manager
I.B.E.W. Lccal No. 659
24 1/2 South Grope Street
PO Box 659
Medford, OR 97501
Dear Jim,
Enclosed is an executed copy of the Electrical Agreement for your records. Please note that I have
enclosed an amended page 5, which modifies Sec. 1.3 by changing 25 years to 24 years, thls change
was made In order to be consistent with sec. 1.4. I hope this modification Is acceptable.
Please let me know If you have any questions.
A~st~nt City Administrator
GS/tg
Enclosure: Amended Electrical Agreement
cc: Pete Lovrovich, Electric Department (w/enc.)
Jill Turner, Finance Department (w/enc.)
~ Employees with more than fourteen (14), but less than twenty-f~ve (25) full
years of continuous service, shall accrue fourteen (14) hours of vacation leave for each
calendar month of service (twenty-one (21) working days annualized).
.Section 1.4 Employees with more than twenty-four (24) full years of continuous se~ce
shall accrue 17.33 hours of vacation leave for each calendar month of service (twenty-six
(26) working days annualized).
Section 2. Continuous Service. Continuous service, for the purpose of accumulating
vacation leave, shall be based on regular hours paid to the employee; Vacation leave
shall not accrue during a leave of absence without pay. Authorized leave without pay and
lay-offs shall not be counted as service, however, employees returning from such
absences or layoff shall be entitled to credit for service prior to the leave or layoff.
Section 3. Accrual Umitations. Vacation leave must be taken by the employee within
twelve (12) months following the. date of eligibility, or such vacation shall be deemed
forfeited. An employee who is about to lose vacation leave because of accrual limitations
may, by notifying his/her supervisor fifteen (15) days in advance, absent himself/herself
to prevent loss of vacation leave. Such action taken by the employee shall not constitute
a basis for disciplinary action or loss of pay. The City shall notify an employee thirty (30)
days in advance of impending loss of accrued vacation time. No payment shall be made
for vacation leave lost by an employee because of accrual limitations, unless the failure
to take vacation is caused by the City's insistence that the employee be at work during
a scheduled vacation period.
Section 4. Schedulir)q. Employees shall be permitted to request vacation on either a
split or an entire basis. Vacation times shall be scheduled by the City based on the head
of the department's judgment as to the needs of efficient operations and the availability
of vacation relief. Vacation times shall be selected on the basis of senior'rty; provided,
however, such employee will be permitted to exercise his/her right of seniority only once
annually. The vacation schedule shall be posted annually as of December 1st, and
employees shall exercise their choice by bidding in seniority. The list shall be closed as
of December 31, and subsequent changes shall be made only by mutual consent of the
parties. Scheduling of vacation periods to the extent consistent with operating
requirements of the City and vacation credits of the employee, shall be in weekly un{ts
except by mutual consent of the parties.
Section 5. Payment on Termination. In the event of the death or termination of an
employee during the initial twelve (12) months of his/her employment, no payment in lieu
of vacation shall be made. In the event of death or termination of employment after an
employee has served for twelve (12) months, and is otherwise eligible for vacation credits,
the employee shall be entitled to payment for accrued vacation leave at the rate of the
(g:\f~unlon\lbew-con
Updated August 21, 1997)
5
Local Union fie. 659
24'/z South Grape Street - P.O. Box 669
MEDFORD, OREGON 97501
(503) 772-5271 · FAX (503) 772-3520
August 8, 1995
Mr. Pete Lovrovich
Director of Electric Utilities
City of Ashland
City Hall
Ashland, Oregon 97520
Dear Mr. Lovrovich:
The following is a list containing the recently negotiated wage scale and
benefit package in the Northwest Line Outside Agreement for a Journeyman Lineman.
Effective dates: 2-1-95 2-I-96 ~2-1-g7)
Wage $23.12 $23.81
NEAP~q~ 3.00 3.25 3,50
LINECO~a~ 2.00 2.00 2.00
NEBF
~ '~"~'3% of gress wages
If you need any further information, I may be contacted at the Local Union
659 office at 503/772-5271.
Yours truly,
LOCAL UNION NO. 659, I.B.E.W.
Ray Strain
Assistant Business Manager